How to Conduct an Effective Recruitment Interview

Create an Interview Guide

An interview guide provides a safeguard for your business to make sure job related questions are asked of all candidates. It helps to keep the interview on track and relevant to the position. It also helps to achieve consistency and fairness in the process.

The guides should provide space for the interviewer to record examples and take notes that formally document the interview. It’s important for evaluating candidates and making a selection decision.

An interview guide should include the following information:

•  Cover sheet detailing the candidates name, date and interviewer’s name

•  Key background questions regarding a candidates past work experience and history

•  Planned questions within the critical dimensions identified

•  Position information and context

•  Information on your organisation

Always have at least two interviewers to ensure there is a clear record of the process, should there ever be a need to defend a case of discrimination or other legal obligation.

At the beginning of the interview explain to the candidate the process that will be followed and that they will be given an opportunity to ask any questions they might have. Let the candidate know what will happen after the interview and the timeframe.

Selecting the right candidate

Selecting the right candidates to interview is a challenging and critical step. To do that you must ensure that all applicants address the key criteria as set down for the job and look at how well they match the criteria.

Rank the applicants against the essential and desired job requirements. It is at this point that the notes taken during the interviews will be relied upon.

The first step is to make sure the candidates have given answers and examples to support each of the critical requirements of the job. You then need to rate the quality of the information as either:

• More than acceptable

• Acceptable

• Less than acceptable

 A candidate selection matrix can be a helpful tool when completing this exercise.

Reference checking

Generally written references are not heavily relied upon other than to confirm employment status and tenure.

The most reliable form of reference checking is verbal questioning of the nominated person. Referees should be asked questions along the lines of those asked of the candidate.

Follow up

Once a decision has been made, the final stage of the recruitment process is to follow up the interviews by contacting the candidates.

The successful applicant should be informed as soon as possible. They should also be informed of any procedures at this point, i.e. forms to be completed.

All the unsuccessful candidates should then be contacted – it’s best to wait until the selected person has accepted the job.

Inducting a new staff member

Too often in businesses the induction of a new team member is left to chance. A well-designed induction process will help both the new team member settle into the job and the business benefit will be higher productivity earlier.

Privacy Law and Job Applicants

Job applicants should be informed when personal information is being collected. Suggest printing a statement to this affect on any job application form.

Where a position involves for example, contact with children or requires criminal record checking, additional and/or sensitive information may be required.

Some key points:

• It should be stated that privacy principles will be adhered to when collecting this information.

• It should be stated that the provision of this information is necessary as an essential requirement of the job.

• When checking references, ask the applicant for their consent to obtain personal information from third party referees.

• Be very careful about using and/or disclosing personal information for another purpose, such as passing a job application on to another section or department or elsewhere within the organisation.

Privacy laws now provide job applicants with the right to access any records created.

The information gained under privacy laws may determine whether a discrimination complaint will be made.

Equal Opportunity

Discrimination in the workplace is illegal. It is important to be aware of this during the recruitment process.

It occurs when a person or a group of people are treated less favourably than another person or group because of their:

• Race

• Educational background

• Age

• Gender

• Marital status

• National or ethnic origin

• Family status

  Belief system/values

• Disability

• Physical characteristics

• Religious or political beliefs

• Sexual preferences

• Some other central characteristic

Important legislation for business owners need to be aware of and its application in the workplace can be found at https://humanrights.gov.au/.

Recruiting the right staff is one of the most important and yet challenging facets facing a growing business. If you want to learn how ClientEdge can help you navigate this minefield, give us a call today.